Manager's Training Module

It is essential for managers to understand what to do when an employee requests a religious accommodation. This training is a good start.
However, it is important for HR to become involved in the religious accommodation process as soon as possible, as there is a substantial legal liability risk. Religious-discrimination lawsuits are proliferating, and the EEOC is increasingly eager to pursue employee allegations of religious discrimination. For that reason, do not allow supervisors to make accommodation decisions on their own. And once a religious accommodation has been implemented, do not allow supervisors to deviate from it.

Chances are, your organization employs someone who works not just for you, but also for Uncle Sam as a member of one of the uniformed services. Their frequent absences for training or deployment can create problems for civilian employers. In some cases, employers have balked at hiring applicants who are military-connected or have other service obligations.
To stop discrimination and open civilian employment for those wanting to serve their country on a full- or part-time basis, the Uniformed Services Employment and Reemployment Rights Act became law in 1994. This training module will help you explain what USERRA requires of managers and supervisors.

Front-line managers are the most important players in the performance-review and performance-management processes. They are in the best position to observe how employees do their jobs.

Managers set expectations, give guidance, measure performance in written reviews and set future expectations. By documenting expectations and offering feedback, managers can prevent legal claims or at least better position an employer to defend itself in court.

This training covers the basic framework of reviewing performance to help employees improve and minimize legal liability that can result from inconsistent review processes.

HR professionals must arm managers with the ability to handle most accommodation requests, including recognizing when an employee has requested a reasonable accommodation under the ADA and then making sure an approved accommodation is implemented and monitored.
This presentation and script allows you to teach managers and supervisors all about the accommodation process and the critical role they play.

Most HR professionals understand how to implement the Pregnant Workers Fairness Act and appreciate the clarity the final EEOC regulations provide. That includes the directive that employers empower supervisors and managers to make quick pregnancy accommodation decisions without involving HR. Use this training presentation to teach managers how to make reasonable accommodations related to pregnancy then report those to HR.